Developing an Entrepreneurial Library Presented by: Mary Scanlon, Research and Instruction Librarian...
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Transcript of Developing an Entrepreneurial Library Presented by: Mary Scanlon, Research and Instruction Librarian...
Developing an Entrepreneurial Library
Presented by:Mary Scanlon, Research and Instruction Librarian
for Business and Economics, Z. Smith Reynolds Library, Wake Forest University
Mary Krautter, Head of Research, Outreach and Instruction, University of North Carolina at Greensboro Libraries
Mary Beth Lock, Director of Access Services, Z. Smith Reynolds Library, Wake Forest University
“For (organizations) that want to out-think and out-pace the competition, an entrepreneurial culture isn't optional: it's an absolute necessity."
Prosek, Jennifer. Army of Entrepreneurs: Create an Engaged and Empowered Workforce for Exceptional Business Growth. (2011)
Entrepreneurial Culture
∗Funding∗Costs∗Technology∗User expectations
Library Challenges
“ For much of the 20th century, research libraries resided in a stable, predictable environment...However, the external environment of the 21st century appears to
be much more unstable, a
situation that favors more radical innovations.”
Jantz, Ronald C. “The Determinants of Organizational Innovation: An Intepretation and Implications for Research Libraries”. College & Research Libraries. May, 2015. p. 516.
Why should libraries become entrepreneurial?
Libraries
Present
Past
Future
An entrepreneurial library will be more:
∗Innovative
∗Responsive to patron needs
∗Future oriented
∗Rewarding for employees
∗Valuable to its institution or community
Benefits of an Entrepreneurial Culture
A Cautionary Tale
Change
Perpetual beta
Make it Launch itFix it
Change
Overcoming the Barriers:Allow Low Risk ExperimentationDeal with ConflictTake the Plunge
Fear of failure = resistance to change
Low Risk Experimentation
∗Question ideas but maintain relationships∗Keep interpersonal element under control∗New ideas move both up and down in the organization
Creativity: Constructive Conflict
Sometimes you just have to plunge in and do it.
“
The perfect is the enemy of the good.
Developing an Entrepreneurial Culture in
your Library
Entrepreneurial Communication
mmunication
Communication
Information Exchange and Connection
∗Verbal exchange∗Body language∗Emotional
intelligence
Photo: http://bit.ly/1Es2Xha
Supervisors/Leaders
∗Open door policy
∗Transparency in decision making
∗Allow dissension, not derailment
∗Provide a safe place for risk takers
Supporting an Entrepreneurial Culture
∗Over Communicate to defend against rumor∗Even when not all details can be shared∗Silence creates a vacuum∗Rumors derail best intentions
Photo credit: http://bit.ly/1Gcqkdc
Supervisory Communication
∗Engage
∗Share the Vision
∗Show Empathy
Photo: http://bit.ly/1ES3Tfu
Supervisory Communication
∗Keep focus on the User
∗Bring new ideas
∗Take responsibility
∗Own the changePhoto: http://bit.ly/17YqTw9
Employee Communication
Selling Your Ideas to the Organization:∗Logical Appeal: Why is it important
to do this?∗Emotional Appeal: How it serves
the mission?∗Cooperative Appeal: What’s the
benefit to us all?
∗ Sharlotte, Harold. “How To Influence When You Don’t Have Authority.” Forbes.com.
Influence without Power
Use Statistics/Assessment:∗How many times this has been a
problem in the last 6 months∗How many dissatisfied customers∗How can we fix it.
Logical Appeal
Uses sentiment/relationship∗Failing to meet the customer needs∗The problem isn’t going away /
causing frustration∗Gather feedback from users to
strengthen argument
Emotional Appeal
Seeks allies for your position ∗Gather experts, allies∗Explain the beneficial impact∗Identify connections
Cooperative Appeal
∗You will likely get only one chance!
∗Prepare your arguments!
“Fortune favors the prepared mind”-Louis Pasteur
Photo cropped from: http://bit.ly/1H7WXdj
Selling Your Idea
∗Good leaders develop Trust∗Greater communication
∗increases team effectiveness∗identifies differing areas of expertise
/ areas of interest∗strengthens results
http://bit.ly/1MUDGlW
Team Communication
Empowerment
photo: babycenter.com
Empowerment
CompetentTrustedIn controlAccomplishedProud
Empowered People Feel...
“ … the more freedom people have to take on tasks, manage them, find solutions, and execute them, the more they feel connected to and woven into the company’s culture.”
Bloom, Jeremy. 6 Steps to Creating a Strong Company Cultures. Entrepreneur. 9/4/2015
Empowerment
Provide general guidelines, then step back
Empowerment from the Top Down
Empowerment Free range employees
Empowerment
Delegating vs Empowering
Empowerment
∗Bring an idea to your supervisor and ASK to be allowed to develop it or lead the team that does so.
∗Commit to establishing a plan or timetable
∗Set up meetings at intervals when you can check in with the supervisor.
Empowerment from the Bottom Up
∗Listen to everyone∗Make decisions by consensus∗Share responsibilities equitably∗Hold each other accountable
Empowerment in a Team
Rewards
Reward the behavior you wish to encourage.
To change behavior, change what you reward.
Rewards
∗Acknowledge the possibility of failure
∗Honor the good intention∗Recognize the effort∗Maintain a long term perspective
Reward Risk, not just Success
“Rewarding success is easy, but rewarding intelligent failure is more
important. We don’t judge people strictly by results; we try to judge them
by the quality of their efforts.”Bill Harris, Executive VP of Intuit in Menlo Park, California.
Simone, L. D., et al, “How Can Big Companies Keep the Entrepreneurial Spirit Alive?” HBR, Nov/Dec 1995.
∗Evaluate failures for lessons to be learned
∗Look for alternative solutions
From Friedman, Ron. The Best Place to Work: The Art and Science of Creating an Extraordinary Workplace, 2014. Photo cropped from http://bit.ly/1EYEbUy
Respond Constructively to Disappointment
∗Intrinsic∗Extrinsic
Types of Rewards
Impact on my sense of self
Achievement Accomplishment
Personal growthEmpowerment
AutonomyCreativity
Informal recognition
Types of Intrinsic Rewards
Impact on my sense of self
Achievement Accomplishment
Job SatisfactionPersonal growthStatusAutonomyCreativity
Informal recognition
Types of Intrinsic Rewards
∗Public recognition∗Monetary and non-monetary
rewards
Extrinsic Rewards
∗Certificates of Achievement∗Public recognition∗Raises∗Bonuses
Types of Extrinsic Rewards
∗Monetary rewards = No lasting value
∗More appreciated:∗Acknowledgement∗Appreciation∗Sense of a job well done
Non Monetary
∗Appreciate risk∗Evaluations∗Goal Setting
∗Provide inspirational projects
∗Empower, rather than delegate
Top Down
∗Praise each other’s successes
∗Be supportive
∗Lead from where you are
Bottom Up
● Group celebrations
● Value everyone’s contributions
● Share success stories with the whole organization
Team/Committee
The key to success:
stop thinking start doing.
● Photo credits: http://bit.ly/1M0OdGY
Rewards
Calgary Public Library∗$10,000 prize to finance new
ideas∗Received 28 submissions∗Selected: outreach to newcomers
Support
∗Facebook: Entrepreneurial Librarian
∗Twitter: @EntreLib∗Website: Entrelib.org∗Next conference: October 10, 2016, at UNC-Greensboro
Want More?
Questions and discussion